recruitment charter

 Our recruitment charter ensures that we maintain the highest standards and enables us to work more effectively with our clients and candidates to create a professional, fluid and positive experience for everyone involved in the recruitment journey.

The Good Recruitment Charter was originally devised and developed by the REC as the centrepiece to their Good Recruitment Campaign. The charter defines good recruitment practice through nine key principles which organisations who sign up to will aspire to. polkadotfrog uses this guide in every area of its recruitment business.

Good recruitment helps organisations to acquire the talent they need in order to perform and grow. It provides great candidate experiences and helps ensure that the UK workforce is used to its full potential.

Principle 1: We are fair, legal and ethical in our resource planning and recruitment procedures, with specific regard to actively promoting diversity and inclusion within the workplace.

Principle 2: We exercise good recruitment practice and apply this equally to temporary, contract, interim, fixed term, zero hours and part-time workers.

Principle 3: We deliver a high standard of candidate experience, with ongoing communication during the recruitment process, including two-way feedback for all those interviewed.

Principle 4: We offer flexible working arrangements and adaptive working practices, wherever possible, as a way of boosting inclusion and attracting talent.

Principle 5: We ask that those managing and delivering the recruitment process (whether internal staff or external providers) work to recognised standards, undertake any relevant training/qualification, and commit to continuous development.

Principle 6: We ask that our external recruitment providers are signed up to industry codes of practice and demonstrate a commitment to good recruitment practice.

Principle 7: Our supply chain delivers good recruitment practice throughout, including where different resourcing models, such as recruitment process outsourcing or vendor arrangements, are in place.

Principle 8: We help to address youth employment through our recruitment procedures; for example, through the provision of apprenticeships and traineeships.

Principle 9: We regularly review our recruitment procedures with feedback from candidates (those appointed and not appointed) and keep up-to-date with new recruitment/resourcing approaches.